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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 鄭伯壎(Bor-Shiuan Cheng) | |
dc.contributor.author | Wei-Cheng Chen | en |
dc.contributor.author | 陳韋丞 | zh_TW |
dc.date.accessioned | 2021-05-14T17:45:24Z | - |
dc.date.available | 2015-07-20 | |
dc.date.available | 2021-05-14T17:45:24Z | - |
dc.date.copyright | 2015-07-20 | |
dc.date.issued | 2015 | |
dc.date.submitted | 2015-07-13 | |
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/4694 | - |
dc.description.abstract | 過去真誠領導主流研究探討的主管認同機制,屬於他人焦點的影響歷程,忽略了部屬本身的自我概念發展。當初真誠領導量表建構時,也並未測量部屬實際的工作績效。為了彌補上述缺口,本研究以部屬的心理真誠作為中介變項,並探討部屬自我發展對於後續工作敬業和績效的影響,亦一併討論雙方價值觀一致性是否會影響楷模學習的效果。本研究採用主管部屬配對問卷,為了控制評分者效果,均於HLM中進行分析。資料結果證實:真誠領導的確能促進部屬的心理真誠感受、展現工作敬業,最後同時影響部屬的工作績效和創造性績效。在其中,雙方價值觀一致性扮演了有趣的調節角色。真誠領導的自我概念觀點,揭示了部屬本身自我發展的可能性。 | zh_TW |
dc.description.abstract | In the past, researchers about authentic leadership (AL) often investigated leader identification mechanism, which omitted subordinates’ self-concept development. In addition, at the beginning of construction of AL scale, scholars didn’t measured realistic job performance. In order to answer these research questions, first, this study investigates the mediation effect of subordinates’ psychological authenticity: a self-focused influential process. Second, we probe into the relationships between subordinates’ self-development and their work engagement and their performance behavior. Third, we clarify the real effect of AL on subordinates’ performance. Forth, we discuss the moderation effect of value congruence on social model learning. According to the data outcome, AL indeed can promote subordinates’ self-concept development via social learning, which in turn affect subordinates’ psychological authenticity and lead to work engagement, finally influence subordinates’ job performance and creative performance. In this process, value congruence displays an interesting moderation effect. Besides, both psychological authenticity and work engagement can positively predict subordinates’ job performance and creative performance. The self-concept perspective of AL theory elucidates the possibility of subordinates’ self-development. | en |
dc.description.provenance | Made available in DSpace on 2021-05-14T17:45:24Z (GMT). No. of bitstreams: 1 ntu-104-R01227104-1.pdf: 1306398 bytes, checksum: 8dc6742c1e77ea1220d38a84d6dbf53b (MD5) Previous issue date: 2015 | en |
dc.description.tableofcontents | 表目次 v
圖目次 vi 第一章 緒論 1 第二章 文獻探討 3 第一節 真誠領導 3 第二節 真誠領導與心理真誠 21 第三節 從真誠領導到工作敬業 22 第四節 工作敬業與部屬績效表現:工作績效與創造性績效 24 第五節 價值觀一致性在社會學習歷程中所扮演的角色 25 第六節 研究架構 27 第三章 研究方法 29 第一節 施測程序 29 第二節 研究樣本 30 第三節 測量工具 30 第四節 資料分析 39 第四章 研究結果 41 第一節 測量模式比較 41 第二節 各變項間相關 41 第三節 主要效果與中介效果檢驗 43 第四節 多重中介模式驗證 44 第五節 調節中介模式驗證 45 第五章 討論與建議 49 第一節 結果討論與貢獻 49 第二節 研究限制 56 第三節 未來研究方向 57 參考文獻 59 附錄一 主管問卷 69 附錄二 部屬問卷 75 | |
dc.language.iso | zh-TW | |
dc.title | 真誠領導的中介歷程:以部屬心理真誠作為中介變項 | zh_TW |
dc.title | The Mediation Process of Authentic Leadership:The Mediation effect of Subordinate Psychological Authenticity | en |
dc.type | Thesis | |
dc.date.schoolyear | 103-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 吳宗祐(Tsung-Yu Wu),郭建志(Chien-Chih Kuo),姜定宇(Ding-Yu Jiang) | |
dc.subject.keyword | 真誠領導,心理真誠,工作敬業,工作績效,創造性績效,價值觀一致性, | zh_TW |
dc.subject.keyword | authentic leadership,psychological authenticity,work engagement,job performance,creative performance,value congruence, | en |
dc.relation.page | 80 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2015-07-13 | |
dc.contributor.author-college | 理學院 | zh_TW |
dc.contributor.author-dept | 心理學研究所 | zh_TW |
顯示於系所單位: | 心理學系 |
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ntu-104-1.pdf | 1.28 MB | Adobe PDF | 檢視/開啟 |
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